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约定工资低于地区最低工资合法吗【案例】张某2014年1月1日入职于某制衣公司,双方于入职当日签订了一份劳动合同,约定合同期限为2014年1月1日至2014年12月31日,试用期一个月,工作岗位为品牌导购。试用期间工资每月900元,转正后工资每月1200元。2014年7月31日,张某被通知解除劳动合同,其向该制衣公司提出工资过低,不符合法律规定,但该制衣公司不予理睬。因此张某向劳动仲裁部门提出仲裁请求:(1)要求该制衣公司支付其试用期工资差额780元;(2)要求该制衣公司支付其转正后工资差额480元。该制衣公司辩称:张某的工资数额为双方协商一致后的约定,且签有劳动合同书,因此张某的请求无法律依据,请求仲裁庭依法驳回。
Contract wage is lower than the minimum wage in the area Legal [Case] Zhang January 1, 2014 joined a garment company, both parties entered into a labor contract on the day of entry, the contract period is from January 1, 2014 to 2014 December 31, the trial period of one month, the job for the brand shopping guide. Wages 900 yuan per month during the probationary period, after the positive monthly salary of 1,200 yuan. July 31, 2014, Zhang was informed to terminate the labor contract, the company submitted to the garment company wages are too low, does not meet the law, but the garment company ignored. Therefore, Zhang submitted a request for arbitration to the labor arbitration department: (1) required the garment company to pay a salary difference of 780 yuan for the probationary period; (2) required the garment company to pay a post-salary difference of 480 yuan. The garment company argued: Zhang’s wage amount after the two sides agreed after the agreement, and signed a labor contract, so Zhang’s request without a legal basis, request the arbitral tribunal to dismiss according to law.